Change Management

Drive change through people with the right communication and approaches

Because change is constant, organizations need to drive change through people rather than driving people through change. With the right communication and approaches, your employees can withstand drastic or even small organizational changes without a negative impact on business results. Learn about the need for and process of finding “change architects” to facilitate the organization’s movement through a change initiative, using “broadcasters” to communicate the change with stories and data, and having “coaches” to address the personal resistances of change. Accountability and ownership for change are diffused throughout the organization.

Recommended Change Management Resources

L&D, HR, and Training exist in a complex and rapidly evolving business environment in which they can no longer continue to operate with a fragmented value contribution. In order for L&D to elevate their function across a multitude of ...

Learn More about Change Management with our Top Resources

Employees and leaders of today’s fast-paced business world say they’re overwhelmed by an ocean of constant change, with wave after wave tossing them intro stress, moving targets and competing priorities.

But it doesn’t have to be that way. When shifts in policy, administration, organizational planning and budgeting stress the workplace out, there’s a way to survive – and thrive – in the sea of change. When you become mentally tough, you become equipped and ready to surf tides of change, stress and competing priorities, and reach top performance for the entire organization.

Overcoming resistance to change has become the holy grail of change management for the HR leader. Leaders so often start with the best intentions to steer people toward bright horizons, and then run into a wall of resistance. We can ...

A strategy-first mindset is your greatest resource for managing our highly unpredictable business environments. Rather tragedy or triumph, you have to expect the unexpected and be ready to capitalize on whatever comes your way. Start by becoming more strategic.

How do leaders, managers, and HR, L&D and Talent Management practitioners empower their people to execute their organization’s vision and thrive in a world of constant change? This research report explores how coaching can be integrated ...

Enhance your knowledge of different change style preferences, develop an appreciation for change-style diversity, understand how to harness emotional intelligence to lead others through change, learn about tools to work more collaboratively through change, and discover strategies to prevent conflict when undergoing change.

In our most recent HCI Member Survey, we learned that developing change management skills is the top priority for HR professionals seeking to align their professional development goals with supporting their organization’s strategic priorities. This comes as no surprise, considering 80% of HR professionals say their organizations are in a constant state of change. Yet the statistics on successful change leave plenty of room for improvement. When we asked HR practitioners about their change efforts, only 15% reported that 76% to 100% of their change efforts were successful.

Change is the most common and universal currency. We age, settle down, uproot, and move through different phases of our lives, accruing different work and life experiences that shape our perception of the world. And candidly, we have no choice in the matter. We cannot remain static. In business, change defines and drives success, and those organizations unwilling to accept or evolve have found themselves unable to keep up (Blockbuster, Circuit City, Kodak, etc.).